©2016 Society for Human Resource Management Page 2

1 Behavioral Interview Guide: Early Career Job Candidates i Purpose of this Guide .. 2 Section 1: Why and How to Conduct a Behavioral Interview .. 3 Why is Interviewing Important? .. 3 Why use Behavioral Interviewing? .. 3 What Should We Be Looking for in Candidates? .. 4 How do I Write Behavioral Interview Questions?.. 6 Using the STAR Model .. 6 How do I Create Rating Scales? .. 6 Behaviorally Anchored Rating Scales (BARS) .. 7 How Do I Conduct a Behavioral Interview? .. 8 Selecting Interviewers .. 8 Opening the Interview .. 9 Asking Behavioral Interview Questions .. 9 Taking Notes .. 10 Closing the Interview .. 11 Section 2: Sample Behavioral Interview Questions.

2 12 Targeted Competency: Ethical Practice .. 13 Targeted Competency: Leadership & Navigation .. 24 Targeted Competency: Business Acumen .. 36 Targeted Competency: Consultation .. 42 Targeted Competency: Critical Evaluation .. 47 Targeted Competency: Communication .. 59 Targeted Competency: Global & Cultural Effectiveness .. 67 Targeted Competency: Relationship Management .. 75 Section 3: What to do After Conducting a Behavioral Interview .. 87 Interviewer Debrief Meetings .. 87 Making and Documenting the Final Hiring Decision .. 88 Appendix A: Question & Behaviorally Anchored Rating Scale Template .. A-1 Appendix B: Additional Competency-based Behavioral Interview Questions .. B-1 Behavioral Interview Guide: Early Career Job Candidates 2016 Society for Human Resource Management Page 2 The purpose of this guide is to provide HR professionals and hiring managers with additional practical information about how to conduct effective behavioral interviews along with specific competency-based, behavioral interview questions.

3 This guide is divided into three sections: The first section Why and How to Conduct a Behavioral Interview starts with a reminder of why interviewing is important, why behavioral interviewing in particular can be a valuable tool for organizations, and how to prepare for and conduct behavioral interviews. The second section Sample Behavioral Interview Questions provides samples of competency-based, structured behavioral interview questions with associated behaviorally anchored rating scales (BARS) that HR professionals and hiring managers can use to assess job candidates at the early career level. The final section What to do After Conducting a Behavioral Interview provides information about what to do after a behavioral interview, including evaluating candidates, conducting a debriefing meeting, and making a hiring decision.

4 In addition to the sections listed above, this guide includes two appendices. Appendix A contains a template for creating your own structured behavioral interview questions and BARS, including space for capturing candidates responses. Appendix B includes additional behavioral competency questions that you may want to consider for your organization. Behavioral Interview Guide: Early Career Job Candidates 2016 Society for Human Resource Management Page 3 Interviewing is an important step in the employee selection and succession planning processes for most organizations. Interviews offer several benefits to those organizations, including: Serving as an employer s initial opportunity to meet with job candidates.

5 Providing time for HR, hiring managers and others to interact with candidates to gain insights into their experience, skills, knowledge, behaviors, and more, beyond what can be found in a recommendation, resume or application. Enabling the employer to determine if a candidate s skills, experience and personality meet the job's requirements. Helping the employer to assess whether an applicant would likely fit in with the corporate and/or team culture. Accordingly, the goal of interviews is to identify and select a candidate whose skill set and behaviors match that which are needed for a particular role and whose personality, interests and values match the culture and mission of the organization. To find this ideal candidate, Human Resource professionals and hiring managers must be well informed on how to conduct interviews effectively.

6 In implementing accurate and fair selection methods that include interviewing, employers can select from a variety of interviewing techniques. It is important to choose the right kind of interviewing technique that matches the performance and retention needs of the organization and position as well as the culture of the organization/team. This guide focuses on behavioral interviewing, considered by many to be the most effective type of interviewing technique in nearly any type of organization. For more information on other techniques, see Behavioral interviewing focuses on a candidate s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills and abilities.

7 Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a Behavioral Interview Guide: Early Career Job Candidates 2016 Society for Human Resource Management Page 4 candidate has dealt with issues in the past. This information often reveals a candidate s actual level of experience and his or her potential to handle similar situations in your organization. Behavioral interview questions tend to be pointed, probing and specific. In addition, the behavioral interviewing method falls under the category of structured interviews. The main purpose of structured interviewing is to objectively match candidates to and compare candidates for positions by asking a specific set of job-relevant questions and using the same set of pre-determined rating scales to evaluate all candidates.

8 This straightforward approach limits the amount of discretion for each individual interviewer, making it easier for the employer to evaluate and compare applicants fairly because all applicants are asked the same questions and evaluated using the same criteria. Thus, structured interviewing is not only effective for making a hiring decision, it can be crucial in defending against allegations of discrimination in hiring and selection. Beyond their structured approach, there are additional benefits to using behavioral interviews. Because behavioral interviews are based on an analysis of job duties and requirements of the job, bias and ambiguity are reduced because candidates are evaluated on job-related questions. In addition, job-relatedness and consistency of the interview process may increase the perception of fairness among candidates.

9 The job-related questions may also help candidates obtain a realistic perspective of the job. The following is an example of a behavioral interview question: Describe a situation in which you used persuasion to convince someone to see things your way. If answers seem to be thin on detail, the interviewer can ask follow-up questions: Can you tell me a little more about the situation? What exactly did you do? What was your specific role in this? How did this turn out? What other challenges did you come across? What did you do to address those? The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. To evaluate this most effectively and fairly, the main interview questions are delivered to every job candidate with the same wording, in the same order, and using the same scoring system.

10 Because of this, the behavioral interviewing technique can take a great deal of effort and planning before an interview can ever take place. In using any method for hiring new employees, one of the first things that an employer needs to determine is what exactly it is looking for in candidates. This can sometimes be challenging; however, behavioral interviewing is specifically designed to make that decision more straightforward. Behavioral Interview Guide: Early Career Job Candidates 2016 Society for Human Resource Management Page 5 When we think about the behavioral interviewing process, we typically start by asking the question, What knowledge, skills, abilities, and other characteristics (KSAOs) are most critical for success in this position?